450th Post: Leaders, Why You Need Disequilibrium (Part 1)

By Linda Fisher Thornton

This is the 450th Post on the Leading in Context Blog! In case you missed it, here is the 400th Post: The Journey to Meaning (Growth Required).

Disequilibrium is the sense of imbalance we feel as we deal with increasing complexity and change. This post, the first in a series, starts by exploring why leaders need to embrace it.

Avoiding Disequilibrium Is Harmful

Disequilibrium is not harmful to our leadership, unless we try to avoid it. That can cause us to retrench when change demands that we adapt.

“In today’s business world, change is inevitable. And if you’re only striving for equilibrium — which is all but impossible — you will merely continue doing the same thing, year after year, as the world moves on.”

Today’s Leaders Must Learn To Thrive In Disequilibrium, Forbes.com

If we try to avoid disequilibrium, we focus our attention backward, on returning to some “steady state” in the past instead of adapting forward.

Equilibrium Should Never Be Our Goal

We cannot return complex situations or systems to “normal” due to the rate of catastrophic change. “Normal” has become a perpetually moving target, never pausing long enough for us to get a good look. Understanding that equilibrium should never be our goal helps us make better leadership choices.

“Leadership is about knowing what the range is and managing others through the range of acceptable disequilibrium.”

Talenpac.com, The Range of Acceptable Disequilibrium

It helps for us to think about disequilibrium as a necessary part of leadership. It helps us grow and support others as they deal with change. Accepting disequilibrium as “the way things are” (and not something to be avoided) is important for successful leadership.

Ask yourself these questions about how well you’re dealing with disequilibrium:

  1. When do I avoid complexity and try to return situations to “normal?”
  2. How well am I handling the discomfort caused by disequilibrium?
  3. Do I routinely look backward or adapt forward?

Watch for the second post in this series, coming soon!

 

Special 5 Post Series Celebrating the Second Printing of 7 Lenses

Why Ethical Thinking Matters (Part 1)

Why Ethical Thinking Matters (Part 2)

Why Ethical Thinking Matters (Part 3)

Why Ethical Thinking Matters (Part 4)

Why Ethical Thinking Matters (Part 5)

 

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©2018 Leading in Context LLC

 

Don’t Separate “Ethics” From “Leadership”

By Linda Fisher Thornton

Preparing Leaders For Ethical Leadership

Preparing leaders for ethical leadership is a long-term process.  It requires careful thought about the messages we are sending. For example, what message are we sending when we separate ethics training from other leadership training?

The Risks of “Separate” Ethics Training

I believe that we take an unnecessary risk when we separate ethics training from the rest of a leader’s development. When we separate ethics training and leadership training, we may be unintentionally sending the message that ethics is separate from leadership. What could be the harm of separating ethics from leadership?

The Impact on the Leader’s Mindset

If we separate “ethics” from “leadership” as leaders are learning, they could develop the mindset that ethics is compartmentalized and that ethical decisions are different from other decisions.

Leaders who receive separate ethics training that is not an integral component in the rest of their leadership development may think of it as they would think about a vaccination, to be tolerated once in a while, but not something that should govern their thinking, choices and behavior every day.

Leaving Leaders to Fill in the Blanks

When ethics and leadership are not integrated during the learning process, leaders may have difficulty integrating ethics and leadership themselves in day-to-day practice.

Strong Leadership Without Ethics

One of the most worrisome possibilities of teaching ethics separately from leadership is this:

If we continue to teach leadership without its governing ethics and values built in, we could unintentionally be teaching people to use strong leadership that is outside of the boundaries of ethical behavior.

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For more, see new book 7 Lenses and the 21 Question Assessment: How Current is My Message About Ethics?

7 Lenses is a Bronze Axiom Business Book Award Winner in Business Ethics41cEVx-Tu4L._SY344_BO1,204,203,200_
2014  Bronze Axiom Business Book Award Winner 
About 7 Lenses
 
 
Info@LeadinginContext.com  @leadingincontxt  @7Lenses

© 2012 Leading in Context LLC 

5 Reasons Why Respect is an Ethical Issue

Why We Need Respectful Workplaces

Is your workplace high stress? Do people treat each other in disrespectful ways? It just may surprise you to know that “behaviors that we once thought were just abrasive leadership styles or annoyances, are causing harm to people and businesses.”

This 5 Minute Video

  • Explains the importance of respectful behavior in today’s workplace
  • Reviews 5 trends organizational leaders need to know
  • Highlights important research about ethics, interpersonal behavior and harm
  • Includes discussion questions for organizational leaders

This Leading in Context™ Video “The Evolving Leadership Context: Respectful Workplaces” is provided as a community service for leader education. It is re-released here to spread the word about the importance of respect, and how unethical interpersonal behaviors can cause harm to people and businesses. The research highlights may surprise you.

To Learn More

Subscribe to the Leading in Context Channel on YouTube to be notified when new videos come out!

522

For more, see new book 7 Lenses and the 21 Question Assessment: How Current is My Message About Ethics?

7 Lenses is a Bronze Axiom Business Book Award Winner in Business Ethics41cEVx-Tu4L._SY344_BO1,204,203,200_
2014 Axiom Business Book Award Winner 
About 7 Lenses
 
 
Info@LeadinginContext.com  @leadingincontxt  @7Lenses

© 2012 Leading in Context LLC 

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